The People Behind the Numbers

Change, in its most ideal form, brings growth, new opportunities, and fresh perspectives. But what happens when change comes at a cost? When it means saying goodbye to colleagues who have worked side by side for years—sometimes decades?

Restructuring is not just a business decision—it’s a personal one, affecting the lives of individuals who have given their energy, time, and loyalty to an organisation for a long time. They’ve built relationships, routines, and a sense of belonging that goes beyond their job description. For them, this place has been more than just a workplace—it has been a community.

As leaders, we can never underestimate the emotional toll restructuring has on our teams. It’s easy to focus on the future benefits for the organization, but for those facing redundancy, it often feels like an abrupt end to their sense of security.

While we are driving change for business survival or growth, we are also dismantling familiar structures for our people.

What Can Be Done Better?

1. Communication. When speaking with people that went through changes, the first area raised is for more information. Regardless how much information is given. During times of uncertainty, silence foster speculation. While we made efforts to communicate early on, being even more transparent about the reasons behind the restructuring could ease some of the anxiety. People need clear information—not just about what is happening, but why it’s happening and how it will personally affect them
2. Support Structures Another learning is the importance of a strong support systems from the very beginning. Offering practical support like career counseling, job placement, and emotional support through counselling will ease the transition for those affected. Often, in hindsight, these could have been more robust and introduced sooner.
3. The Human Factor There’s a fine balance between making tough business decisions and acknowledging the human impact. During the restructuring, its vital to create space for people to process the change in their own way, through one-on-one conversations, group meetings, or simply being available, leaders must be prepared to listen and understand the individual stories behind each person affected.
4. Empathy Restructuring isn’t just about numbers—it’s about people. As leaders, we have to navigate with empathy. It’s not about softening the reality of the situation, but about showing that we care. Employees need to feel that they aren’t just “part of the process,” but valued individuals, even when difficult decisions have been made.

Transparent communication and strong support systems are crucial during change. Silence fuels speculation, so clarity on the “why” and the personal impacts. Leaders must balance tough decisions with empathy, offering space for individuals to process and adapt.

1. Lead With Purpose As leaders, we are tasked with making decisions that shape the future of the organization, but we must remember that those decisions affect real lives. Restructuring should be handled with purpose but always with a deep sense of responsibility for the people involved.
2. Transitional Support Providing people affected with a strong transitional support helps ease the emotional strain. It’s a reminder that restructuring isn’t just a one-time event but an ongoing process. The more support we offer during and after the restructuring, the better we help our people move forward.
3. Ongoing Communication A key takeaway from these experiences are that communication should be open, transparent, and ongoing. It’s not enough to announce changes; we must follow through with regular updates, listen to concerns, and be honest about what lies ahead.

Lead with purpose, understanding that decisions affect real lives. Restructuring requires responsibility for people involved. Strong transitional support eases emotional strain, reminding us that change is an ongoing process. Open, transparent communication with regular updates is essential throughout the transition.

You want to know more about leading change? Follow this newsletter or get in contact with me for a one-to-one. [email protected]